Does your supervisor just stand up and give their 2 minutes on you and that is it?
Do they recommend a certain rank or does the group settle on that?
Do others in the room have the ability to chime in if they know the person being discussed? Or do they have a vote? Or does it all ride on your supervisor?
It’s already pre-determined before they go into the ranking meeting. First of all the supervisors will cherry-pick the KO feedbacks and demand rewrites of your accomplishments so they have the exact script to justify your ranking.
The system is very corrupt.
How does it work? It doesn’t work! Not well at least!
The easiest thing for a supervisor to do is leave you where you assessed last year. It takes work to tell someone they moved down. It is hard to move someone up because someone else has to live down for a person to go up. Easiest thing is to leave people where they are at.
How does someone get Ex each year even though the manager changes. Super stays the same. Also can parts of a team be assessed when their immediate super?
DN52 said it well. SLS put all employees in a preliminary performance category (O, E, VG, etc) before the meeting even starts. For a majority of folks, this remains their actual PA result. Some get bubbled up to the next category. It’s the assessors who decide who bubbles up based on what they heard in the 2 minute script. The SLS shouldn’t just nominate their own person to bubble up because it’s not acting in the General Interest.
Offsite meeting at the LaQuinta
There truly is a lot of planning, thought, positioning before the sessions and during the sessions when melding the broader group. But it doesn’t matter. HR/exec sponsors in the end reshuffle the deck. Days/weeks of work destroyed.
Good intel in these comments. The part that is crazy is who gets to be in the room. Sometimes it’s just and a good group that can actually do relative comparison and sometimes it’s a single manager for a whole department, that you don’t even know, speaking about your performance. General MPTs at CL20-22 and OCAs are probably the most f’ed up I’ve seen. It’s fairly well down in manufacturing for CL24-25’s but goes to p-o again at CL26+. That’s where the HiPos have to be in O situation starts sc--wing irreplaceable SMEs and taking their RSUs.
Managers all have to go into the meeting with their team meeting the distribution. They are timed and have two minutes to read what they have written as a speech on you. Your PDS and KO feedback is only shared verbally so the forms you complete are just to help your supervisor know what to say about you during the two minutes they talk about you. If you are a hipo and aren’t assessed outstanding your sponsor will intervene and push you up high.
Managers will go in with their own seriatim of their team. Usually they will start in the middle and try to benchmark what a VG looks like and then go from there. As the buckets get filled there will be feedback from the group, bickering mostly around the edges of each bucket i.e. who should go up and who should go down
The major factor is what your manager thinks of you relative to your group. If you are in a group of 5 people and you are the bottom of that 5, there is no way you will not be NI no matter what your performance. Your manager's defence of you matters in those edge battles and in keeping you out of NSI.